Introduction: Feedback give the people the chance to know how they are progressing .

Moreover evaluation is crucial to the learners confidence. Therefore, the way tests and assessments are designed and managed, and results presented back to the learners, is a very important part of the learning and development process. Training evaluation is defined as the process of collecting the outcomes needed to determine if training is effective.

In this paper we will discuss the benefits of training evaluation , possible difficulties while conducting the evaluation, and the e!ternal and internal validity of training evaluation.

"enefits of training evaluation: #ompanies all around the world invest heavily in training and educating their staff and they e!pect the outcomes of training to be measurable . evaluating the outcomes of training has the following benefits: $ne of the most important benefits of evaluation is the fact it ensures accountability. It ensures that the training program is in line with the competency gaps. %valuation and help companies to cut the cost of training without compromising upon its &uality %valuation access the individuals at the level of their work , therefore it acts as a feedback to the trainer by helping them to understand the loopholes of the program and the changes re&uired to be made. It also helps the company to asses the on the 'ob environment to support learning. %valuation acts as a feedback to participants about their progress in the training program. (elp the trainer and the company to determine whether the ob'ectives of the learning e!perience were met and to what e!tent.

)ifficulties and challenges during evaluation: The first problem faced when evaluating training Is that trainees own sub'ective evaluations of their knowledge and capabilities can be misguided, leading them to prefer more non optimal training. Moreover the trainer might fail to recogni*e the distinction between observed performance and actual learning. +nother problem faced in evaluation is due to the fact that the conditions of training can be manipulated which makes trainees performance during training unreliable indicator of post training performance.

Internal and e!ternal validity of training evaluation: Internal validity refers to the e!tent to which to which e!traneous variables have been controlled by the researcher, so that any observed effect can be attributed to the treatment variable. %!ternal validity is the e!tent to which the findings of an e!periment can be generali*ed beyond the sample and the setting in which it was carried out.

,efrences: #arolyn "an and -ue ,. Faerman ,.ublic .roductivity / Management ,eview,0ol. 12, 3o. 2 4-pring, 15567, pp. 891 8:; )ina <hodsian, ,obert +. "'ork, and +aron -. "en'amin, evaluating training during training: obstacles and opportunities. =related materials.= training programme evaluation. 3.p., n.d. >eb. 1? )ec. 8612. @http:AAwww.businessballs.comAtrainingprogramevaluation.htmB. =Insources Training and %ducation "log .urpose and benefits of Training %valuation.= Insources - Training and Education Blog Purpose and benefits of Training Evaluation. 3.p., n.d. >eb. 1? )ec. 8612. @http:AAinsources.netAinde!.phpAinsources blogApostAbenefits of training evaluationsB.